ASSESSMENT OF THE EFFECT OF TRAINING AND DEVELOPMENT ON ACADEMIC STAFF PERFORMANCE IN NIGERIA

ASSESSMENT OF THE EFFECT OF TRAINING AND DEVELOPMENT ON ACADEMIC STAFF PERFORMANCE IN NIGERIA

CHAPTER ONE

INTRODUCTION

1.1 Background to the Study

Training and retraining of staff has been seen as a way to improve performance of employees in the organization (Shelly, 2007). The following were extract from his work about the relevance of training to staff performance in the organization; Training is necessitated by some major factors which include technological changes and or new ways to doing things. Work pattern changes as a result of introduction of new ways to do things in the organization which can be internal or external form of training. The importance of staff training to staff performance cannot be overemphasized. Training provides a prime opportunity to expand the knowledge base of all employees, training programme allows you to be able to strengthen those skills that each employee needs to improve upon in the organization. Training and development programme also allows employee to get a succession training, this has to do with the employees who are expected to take over from their superiors in the organization. Training has been seen as a way to improve employees performance in the organization. There are time in the organization when the performance of employees may dwindle and go low as against the expectation of the organization, this deficiency can be corrected by constant training and retraining programme in the organization. A well structured training and development programme ensures that employees have consistent experience and background knowledge to deal with changing pattern of work in the organization. To maintain consistency in performance, all staff need to be made aware of and trained on changing demand and pattern of work in the organization. Training and retraining programme brings about employees satisfaction in organization. The value that comes back to the employees when trained is personal satisfaction and job satisfaction. Employees who feel appreciative and challenged through a training programme tend to be more satisfied doing their job. External training on the other hand is a situation where academic staff are given the opportunity to carry out further studies outside the institution and even outside the country. It comes in form of an official release or study leave accorded to staff to go for further training outside the organization. External training mechanism like the internal training involves conferences outside the institution, seminars, workshop, sabbatical, visitations and participation in both local and international journals. Academic staff do have three basic function they tend to serve the society and this include to teach, research production and community services. And to effectively carry out these functions academic staff needed to be engaged in constant training and retraining. This is because intellectuals who have the proper and adequate training can offer a high-quality learning experience to their students and build a high reputation for the institution involved. Salesho and Naile (2014) submitted that to focus on their obligation of teaching and learning, research and community engagement effectively, Universities need adequate academic staff suitably qualified and motivated to work effectively. Accordingly, Rou (1992) advocates that the eminence of a University cannot surpass that of its academic staff, this is in line with the interpretation advanced by Horwitz(1991), who opines that the essence of any institution is to attract and retain first class academic staff. Ssekanwa (1999) noted that in countless cases, it has become a challenge to retain a well-developed and motivated academic staff force that is suitably qualified to work effectively, this is because this efforts frequently requires enormous financial resources because the market rate of academic staff, and the cost of their development are usually high. Training is usually used to facilitate career development, Ai Yeow et al., 2012). In the same vein, Jane et al. ( 2012) noted that training represents an important investment by colleges or Institutes that are interested in developing their employees so that they can make their maximum contribution over the long term. Besides, it will help to strengthen the quality of education in the country. Most higher education institutions have an implicit or explicit mission to offer a high quality learning experience to all their students. Consequently, their training is crucial in determining the quality of this interface. In addition, research is important both in revitalizing staff interest in their subject and in keeping their enthusiasm alive, and in building a research and publishing profile for the institution.

Format: MS Word

Chapters: 1 - 5, Preliminary Pages, Abstract, References
Delivery: Email

No. of Pages: 115

NB: The Complete Thesis is well written and ready to use. 

Price: 10,000 NGN

In Stock

Buy Now

Masters Project Topics in Public Administration

Our Customers are Happy!!!

See What Some of Our Customers are Saying About Us